ABOUT GEEK UP
GEEK Up is a Trusted Product Partner collaborating with Digital Innovators to craft pioneering digital solutions. We specialize in end-to-end product development, from strategic consulting to building dedicated product teams, with a steadfast focus on creating impactful products. Our core belief lies in the power of the Product Mindset and Agile Adaptation within a Co-Creation Partnership Model.
At GEEK Up, every collaboration is built on transparency, empathy-driven design, and continuous innovation. We take pride in fostering a supportive environment where our team and partners work together to turn complex challenges into sustainable digital value.
ABOUT THIS ROLE
At GEEK Up, Talent Acquisition is a strategic driver of business success. As a Talent Acquisition Business Partner, you own the full cycle of candidate assessment and selection, and the hiring decisions behind it. You work alongside leadership as a true Business Partner, bringing deep business and market insight to every hiring call, and take part in shaping the practice standards the Acquisition Chapter hires by.
1. Key Responsibilities
Role & Business Insight
Deep-dive Discovery: Proactively engage with stakeholders to understand the organization, the team's context, the true nature of the role, specific business challenges, and long-term objectives - turning what's unclear into a clear, well-grounded hiring brief.
Persona Define: Collaborate to define the "Ideal Candidate Persona." You advise on the trade-offs between expertise, soft skills, and cultural alignment, grounded in market reality, ensuring the profile is realistic and high-impact.
Recruitment Plan: Design comprehensive recruitment plans that include targeted sourcing strategies, market insight on talent availability and compensation, realistic timelines, and data-driven KPIs.
Full-Cycle Ownership of Candidate Assessment and Selection
Conduct in-depth interviews to assess candidates' skills, experience, and cultural fit.
Utilize various assessment tools to evaluate candidates' potential, and build your own approach where no standard rubric applies.
Consolidate input from multiple stakeholders into clear, well-grounded hiring decisions, and stand behind them.
By effectively assessing candidates and making informed hiring decisions, contribute to acquiring & retaining talents with the right skills & expertise who share our values & beliefs.
Business Partnership & Candidate Experience
Act as a trusted Business Partner to hiring managers and leadership - provide guidance and training on effective interviewing techniques, and challenge the brief when it doesn't match the real need.
Effectively manage stakeholders and ensure their active participation in the recruitment process, providing relevant information to support informed hiring decisions.
Provide a fair and positive candidate experience throughout the recruitment process.
Hiring Operations & Reflection
Track pipeline, progress and performance weekly.
Lead reflections on successful and failed hires to surface signals and insights.
Turn insights into concrete actions that keep hiring in step with the business.
Take part in shaping the Acquisition Chapter's practice standards.
2. What we need from you
Decision Making: Sharp hiring calls grounded in a deep understanding of the organization, the role, the people and the market, not gut feel or checklists.
Operating & Managing: A wide, far and deep view to read signals, find insights, and turn them into action.
Warrior Energy: In a flat organization, you don't shy away from hard problems and you always solve them at the root.
3. Requirements
Must-Have Qualifications
7 years of hands-on experience in full-cycle recruitment, including planning, sourcing, assessment and hiring decisions.
Strong business sense and market intelligence, with the ability to speak the language of
business leaders.
Proven depth in interviewing and assessment, with a track record of hiring decisions you owned.
Experience running recruitment operations: pipeline metrics, performance reviews and post-hire reflections.
Strong interpersonal and communication skills, with the ability to build trust with candidates and stakeholders.
Preferred Qualifications
Experience hiring senior, niche and high-level roles.
An established talent network and referral channels.
Experience in a flat, self-managed organization or an HRBP / business partner model.
Experience in the software development industry.